N.S. Justice Department officials want more community-based services - CBC.ca

Officials with Nova Scotia's Justice Department say they're taking steps to try to provide more community-based services for people who become involved with the law, while reducing the use of jails in cases where appropriate.

"We know that services rendered in the community are more effective than rendered in custody," Chris Collett, the province's executive director for correctional services, said in an interview following an appearance at a legislative committee.

"People make changes in the places they live and the places that they work, as opposed to taking them out of their communities and incarcerating them."

He said the use of incarceration should be maintained for the highest-risk people. But for everyone else, the department wants to have more services in the community to allow them to rehabilitate while maintaining employment and family ties. That includes reducing the "overreliance on remand" in favour of community-based programs, said Collett.

Supportive housing pilot program

The department launched a two-year pilot program in January with the John Howard Society to provide supportive housing in Pictou County for men. The program includes in-kind services from the departments of Community Services, Health and Wellness, Housing and Justice. 

Along with housing, the program includes case management and services intended to help participants address the risks that got them involved with the law in the first place. Collett said the program would be evaluated after 18 months in hopes that it can be expanded.

Part of the challenge with remand is it prevents getting people into the community to receive services, said Collett. That's a particular problem for people who are homeless or dealing with mental illness, something Collett said the department is working to address in an effort to keep people out of custody.

Emma Halpern, executive director of Elizabeth Fry Society of Mainland Nova Scotia, agrees that remand can be a barrier to successful rehabilitation and that people are better served by services in communities.

Community groups need funding

But for that to work, Halpern said groups such as hers need proper funding to be able to provide services such as supportive housing.

"What we're seeing is that the jails are becoming homeless shelters," she said in a phone interview.

"We have people without anywhere to go and no funding for supportive, transitional housing in the community for those folks."

Halpern's organization operates a 10-bedroom home that provides transitional housing and it's been full since the beginning of the pandemic. She's pleased to hear about the Justice Department's focus, but said there needs to be adequate funding to make it happen.

"If most [people in jail] could be in the community, one, it would be better for them and two, it would be way, way cheaper," she said.

"Instead of putting the hundreds of thousands into [housing people] in these jail facilities, why don't we put those hundreds of thousands of dollars into community-based programs and houses and let people live in the places where they are the most successful, getting the most gender-specific programs with oversight and monitoring and supervision and collaboration with the Department of Justice?"

Candace Thomas is Nova Scotia's deputy minister of justice. (CBC)

Along with trying to reduce the use of remand, Justice Department officials are also working to redesign how they offer services to women who are in conflict with the law.

Deputy justice minister Candace Thomas told CBC News that women who become involved in crime are often victims themselves. That means understanding that helping women in custody also means addressing any trauma they might be experiencing.

"So from that basis, they need to be treated differently. We need to manage them differently. They may need separate and different programming," said Thomas.

Collett said the province has traditionally treated men and women who are incarcerated the same, despite research that shows they experience the situation differently.

That's starting the change.

The department has made physical changes to the jail in Burnside to allow for separate services for men and women. It also created a superintendent there for women's services. The responsibility for women's services within the department has been moved to a separate director. Program staff have also been hired, including a teacher and social worker.

The department is also working with the Elizabeth Fry Society to provide more community-based services.

"We'd like to see more community services available for women, rather than house them in custody," said Collett.

"We know that they experience custody different than men do and we want to be able to demonstrate that in how we provide services in those sites."

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Two more people charged with murder in fatal Yarmouth County house fire - CTV News Atlantic

Two more people have been charged with murder in connection with a fatal house fire in Nova Scotia’s Yarmouth County in March.

Three people have now been charged in the case.

The RCMP and fire crews responded to the home on Melbourne Road in Pinkney’s Point, N.S., shortly after 2 a.m. on March 17.

Police say the home was fully engulfed when officers arrived on scene.

Officer found two residents -- a 20-year-old woman and a 40-year-old man -- at another home.

A third person was missing, however. The remains of 43-year-old Joseph Wickens of Stoney Island, N.S., were found inside the home after the fire was put out.

Police say they arrested one person in Dartmouth, N.S., and another in Middleton, N.S., on Tuesday.

Michael Roland Surette, 41, and Brooklyn Gavel, 20, both of Pinkney's Point, have each been charged with first-degree murder in Wickens’ death.

They both appeared in Yarmouth provincial court and were remanded into custody.

Gavel is due back in court on June 7 while Surette will return to court on June 28.

A third person was previously arrested and charged with first-degree murder on April 27.

Dillon Burton Deveau, 30, of North Chegoggin, N.S., has been in custody since his arrest last month.

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Local woman aims to make 'invisible' MS more visible - OrilliaMatters

May is Multiple Sclerosis (MS) Awareness Month, and while medical advancements have come a long way, one local woman says political advancements have not.

According to the national MS Society website, Canada has one of the highest rates of MS in the world, with an estimated 90,000 Canadians living with the disease, which attacks the central nervous system. 

Andrea Butcher-Milne is 52 years old and has MS for more than half her life. 

“I like to say it on a personal note that this month is to make my invisible disease visible,” said Butcher-Milne. “That's exactly what we’re trying to do is help people become aware about what us who live with MS are going through on a day-to-day basis.”

Butcher-Milne says people living with MS call it the ‘snowflake disease,’ because no two symptoms are the same.

“I, for example, get up in the morning and my legs feel really heavy, like I’ve already walked a marathon,” said Butcher-Milne. “I’ve had MS for 25 years and have always had a sensation of pins and needles in my legs for that time. So that feeling some have when their legs are going numb from sitting a certain way or such, I have that all the time.”

Butcher-Milne said she also deals with chronic fatigue and may have spurts of energy, but then has to rest.

On average, 12 Canadians are diagnosed with MS everyday. Most people are diagnosed between the ages of 20 and 49 and the effects of the disease will last for the rest of their lives, she noted.

“I got diagnosed at an age when you’re starting a career, buying a house, talking about starting a family. It changed everything because my husband and I had only been married for a year and a half,” said Butcher-Milne. “Do we buy a two-storey or a bungalow in case I can’t walk upstairs. It was right before we decided to have children, so I delayed medication so we could have kids.”

Butcher-Milne said she was glad to see some advancements in medicine as nowadays you wouldn't have to make that choice when having children.

“That said, we still have to be strategic about certain events, especially during the COVID era. Avoiding big events, timing our shots around when we would get treatment because they have to be a certain amount of time apart,” said Butcher-Milne. “It's an everyday thing.”

Butcher-Milne’s mother also had MS, which she said is rare in that the disease isn’t necessarily hereditary, and ended up with an aggressive form of which caused her to go into a nursing home at the age of 49 and died six years later.

In this election year, Butcher-Milne hopes to get the attention of those who are and/or will be making decisions for Ontario.

“I’d like to tell you that young people with MS are not going into nursing homes because there is enough care for them in their own home or other places for extra care. I’d like to tell you that, but I can’t,” said Butcher-Milne. “My mom died 20 years ago and you would think things have changed, but they have not.”

Butcher-Milne wants political leaders to realize that younger people with MS are not getting the proper care because there are not enough caregivers to assist with them as most attention is directed towards the aging population and those older dealing with the disease. 

“There are often people in their 20s with aggressive forms of MS who are forced to live in homes with 80-year-olds because there is nowhere else to go as they lack the support they need,” Butcher-Milne said. “A lot of the consultations taking place are about people 65 and older and we’re asking the government to also take into consideration those younger who need help as well.”

The MS Walks will take place this month and are a key source of donations and awareness for the MS Society of Canada.

The Orillia MS Walk, a virtual event, is slated for Sunday, May 29. You are urged to gather your friends and family, take a walk in your neighbourhood and join the tens of thousands of Canadians walking to raise funds to support MS programs, services, and research. To participate or donate, click here.

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Catching The Torch: Playoff standouts — Joshua Roy, Kaiden Guhle & more - Habs Eyes on the Prize

Welcome back to Catching The Torch, where we keep an eye on the Montreal Canadiens’ North American prospects and how their development is progressing week by week.

After grading every prospect in the pipeline on their regular-season performances, it’s playoff time. The best time of the year to evaluate a prospect’s ability to respond to heightened pace of play, internal and external pressure, as well as their ability to dig deep and find extra gears within their game.

Despite a full season of intense physical strain, the prospects mentioned below have managed to extend, or even exceed, the impact they’ve shown throughout the campaign, and deserve a mention for their performances to date.

We’ll start with the QMJHL’s standouts, and work our way out West towards the OHL and WHL to continue our analysis of the Habs pipeline’s most clutch performers.

QMJHL standouts

Joshua Roy, LW/C — Sherbrooke Phoenix

It’s almost comical to think that Roy could outperform his regular season with the Phoenix — his league-leading 119 points in 66 games set a bar that seemed too high to raise even further. But here we are, seven games into Roy’s playoff run, and he’s got five goals and 11 assists for 16 points.

He currently leads all QMJHL prospects along with his teammate Xavier Parent in playoff points and earned seven of his 16 tallies on the power play. He sits second league-wide in shots on goal (36) and ninth in dangerous shots (17). Simply put, he’s carrying his team offensively.

The variety with which he’s managed to create offence is what is especially promising. His hand-eye coordination, his off-puck positioning, his shooting off the rush and on the cycle, his open-ice playmaking, his one-touch play, so many areas are clicking for him at the moment. Even defensively it seems like Roy has found a second gear. He backchecks hard, gets involved in puck battles more regularly, and does a great job of anticipating passes and cutting them off.

With the way the Phoenix are performing at the moment, hopes of Roy joining Riley Kidney in Laval on an amateur try-out are dying off quickly. It’s still a possibility if his team somehow collapses, but the odds of that are slim with the team being 6-0-1 in their seven playoff matches to date.

William Trudeau, LD — Charlottetown Islanders

Trudeau has stood out massively in the Islanders’ post-season, especially since making himself a regular option on the power play. The prospect has scored three goals and added three assists in only five games, after posting 44 points in 68 games during the regular season, only eight of which were goals. He has been using his accurate release with more regularity, especially from the top of the left circle, taking one more shot per game on average than he did before the playoffs started.

Took a while, but #GoHabsGo William Trudeau opens the scoring between the Titan and Islanders in game one.

Just a textbook clapper on the power play. Third playoff goal for the defender. pic.twitter.com/WjpkLJZUpa

— Matt Drake (@DrakeMT) May 15, 2022

His defensive habits have also been impressive, continuing with the progress he had shown throughout the campaign. Despite the added pressure, Trudeau has remained composed and calculated in his timing, while still raising the overall intensity of his play. He holds both blue lines efficiently when defending transitions, choosing his moments well to either step up or step back.

His playmaking has also been a strength throughout the post-season, especially in terms of his breakout game. He finds small area passes to facilitate his team’s offensive transitions, an adjustment that is likely tactical in essence.

The Isles mainly relied on Trudeau to skate out of his zone and find a forward to carry the puck past the offensive blue line, whereas against the Acadie-Bathurst Titan, multi-pass sequences in transition were both frequent and lethal. The Isles have yet to win a game so far — small tactical and individual adjustments like these have contributed to that.

Trudeau’s defensive development would still be accelerated by playing in a league where more awareness is required — the main knock on the QMJHL is how offence-heavy it can be, and how little defenders need to do in order to stifle plays effectively. The sooner the Varennes-native turns pro, the better his odds are of making major steps forward in his game off the puck.

OHL standouts

Arber Xhekaj, LD — Hamilton Bulldogs

While the 2022 post-season has been lackluster for most of the Habs’ OHL prospects, Xhekaj has stood out massively for the Bulldogs. After posting 34 points in 51 games split between the Kitchener Rangers and his current team, the 21-year-old has scored four goals and added four assists through nine playoff matches. The prospect also sits second among all OHL blue-liners with almost four shots on goal per game.

The 6-foot-4, 225-pound defenceman’s aggressive mindset isn’t only prevalent in his shooting tendencies. His in-zone game has been just as punishing as it’s been throughout the regular season, and the prospect has accumulated 24 penalty minutes as a result. The Bulldogs also have yet to lose a game this post-season, and Xhekaj’s performances have been a contributing factor.

To a certain extent, these playoffs have added some intrigue to Xhekaj’s profile as a prospect. To be able to perform at a high level as a physically dominant 21-year-old in a Junior league is one thing, but to display intelligence, composure and growth in terms of puck skills is another. Xhekaj doesn’t exclusively rely on his physique to drive results, his game is becoming more and more polished, and he’s found an extra gear in this post-season.

WHL Standouts

Kaiden Guhle, LD — Edmonton Oil Kings

The Oil Kings have only lost one game so far this post-season, and Guhle has been a major part of that success. The left-shot blue-liner sits second on his entire team in points with four goals and seven assists in 11 games and has looked even more dominant than usual on the defensive side.

There were nights when absolutely nothing could get past him. His tremendous positioning and physicality along with his fluid edgework and aggressive mindset made him a nightmare for opposing forwards to try and overtake. On top of that, his offensive game has taken off and improved in a massive way. Small blueline angle adjustments, patient offensive zone incursions, give-and-go plays, and more are among his skillset where there was once a noticeable lack of offensive poise.

A great example of Guhle’s offensive growth is this goal in Game 3 against the Winnipeg Ice. In his draft year, he likely would have angled left slightly, without taking actual steps towards the middle, and whipped a wrister through traffic. Two years later, the prospect is now comfortable taking three steps to the inside in order to free up a shot lane and maximize his chances of getting the puck on net. When that option doesn’t present himself, Guhle is more than comfortable readjusting and finding a free teammate to prolong the offensive sequence.

It’s almost unanimous: Guhle will be an NHLer next year. There shouldn’t be any doubt about his projectability on the defensive side, and even though his offensive game still requires some tweaks, he’s making strides towards improving the details of his puck skills and his decisions in the final third.

---

Thanks for reading. Follow me on Twitter @HadiK_Scouting for more on Habs’ prospects, and to keep up with the rest of my scouting work!

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Try these gas-saving tips before you hit the road this Memorial Day weekend - CNBC

Heading into the peak summer driving season, which kicks off on Memorial Day weekend, gasoline prices show no signs of slowing down.

The national average for unleaded gas hit a new high of $4.59 per gallon Wednesday, with all 50 states above $4 per gallon, AAA data shows. Gas prices are now $1.56 more than a year ago and $1.05 more than they were when the war in Ukraine started in February, according to AAA spokesperson Andrew Gross.

"That sent shock waves through the oil market that have kept oil costs elevated," he said. "Domestically, meanwhile, seasonal gas demand is rising as more drivers hit the road, despite the pain they face paying at the pump."

Although higher prices may prompt vacationers to take fewer trips and go shorter distances, AAA predicts more than 39 million people will go away this Memorial Day weekend. 

There's still an appetite to travel, according to GasBuddy's Summer Travel survey.

"We found that 58% of Americans plan to hit the road for a trip this summer, up from 57% last year, even faced with the highest gas prices ever," said Patrick De Haan, head of petroleum analysis at GasBuddy.

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"What we did notice is that motorists will be traveling a bit less, with 65% taking only one or two road trips," De Haan said.

The most common amount of time traveled by car will be between two to three hours and more than five hours, GasBuddy found.

6 simple gas-saving hacks

If you are planning to hit the road this weekend, there are ways to shield yourself somewhat from soaring prices at the pump. Here are consumer savings expert Andrea Woroch's top tips:

• Fuel up midweek. Beat the crowds and save by filling up sooner rather than later. Gas costs will continue to climb throughout the week and spike on Friday, so you're better off getting gas now ahead of the rush, Woroch said. 
• Get a tuneup. From inflating tires properly to making sure the engine is running smoothly, a tuneup could be key to getting better gas mileage. Other tricks to maximize fuel economy include keeping the windows rolled up to reduce drag and setting cruise control when possible to avoid excessive braking and accelerating.
• Track gas prices. Apps such as GasBuddy, Gas Guru and AAA TripTik can track down which gas station has the cheapest price per gallon. This is especially helpful when trying to avoid those pricey gas stations right off the highway.
• Pay with cash. The price can be 10 cents to 15 cents more per gallon for credit card transactions. Pay with cash instead to get the lower price or use a gas rewards credit card to earn cash back on those charges. CNBC's Select has a full roundup of the best cards for fueling up based on your consumer habits.
• Sign up for loyalty programs. Many major gas station chains have loyalty programs, which can help offset the price at the pump. Some grocery store chains may also offer cents-per-gallon rewards. For example, Kroger and Shop & Stop give fuel points for every $1 spent on groceries that can be redeemed at participating gas stations. 
• Stay closer to home. You don't always have to drive far to get away. Try the RoadTrippers app to plan shorter road trips that are just as worthwhile. You may be surprised at all the things to see and do within a short driving distance from home, Woroch said. 

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Ancaster volunteer honoured for more than 50 years of service to 4-H Ontario - Hamilton Spectator

Raymond Wilson, second from right, is joined by Christine Oldfield, Kathi Karpinski, Sandra Hanes and Doug Melia at the May 18 tree planting to mark Wilson's 4-H Ontario Arbor Award for volunteer excellence.

In March, when Raymond Wilson found out he would be receiving the 4-H Ontario Arbor Award, he began thinking about the best way to commemorate the milestone.

Back at his Garner Road farm property, a massive white oak tree sits about 300 metres from the road. Wilson’s father once told him the tree was likely used as a marker when the property was surveyed back in 1792, to mark 30 acres. Given its size, it’s believed the tree was planted sometime around 1750.

“The first settlers came four years prior to the survey,” Wilson noted. “I am on one of those first settler’s farms. It was Peter Bowman, who Bowman United Church is named for.”

In a May 18 ceremony at the Ancaster Fairgrounds, Wilson was formally recognized by 4-H Ontario and the 4-H Hamilton-Wentworth Chapter, for more than 50 years of service to the provincial agricultural organization.

“It was a big surprise,” said Wilson, who found out he would be receiving the honour during a virtual meeting.

Wilson thought about a tree planting but given the fact his farm is now bordered by subdivisions, his property wasn’t an option.

“I knew there was no sense planting it at my home, because I knew eventually when I’m gone, that property will be growing houses, not crops. So, I approached the fair board and asked them if it would it be possible if I planted this tree at the fairgrounds,” said Wilson.

The board agreed and on May 18, a white oak was planted in front of the new Agricultural and Event Centre at the Trinity Road South fairgrounds.

Wilson said the 4-H honour represents the second time he has reached the pinnacle in his life, with the first coming when he received the 33rd degree, an honorary award granted to Scottish Rite Freemasons.

A crowd of about 80 people, including representatives of 4-H Ontario and the Hamilton-Wentworth 4-H chapter, were on hand to congratulate Wilson.

“I didn’t expect this kind of a crowd, just to plant a tree,” Wilson said in his acceptance speech.

Wilson joined 4-H programming at age 13. As a volunteer, he has lent his time in many capacities from association treasurer to leader of the finance, swine, dairy and judging clubs.

He is also involved with several 4-H Association activities and volunteers with community organizations like the Ancaster Agricultural Society, Bowman United Church and Ancaster Township Historical Society.

Among his passions, Wilson enjoys exhibiting at the Royal Agricultural Winter Fair. When the adult grain competition was discontinued, he helped to ensure local 4-H youth could remain involved with the event.

Today, Wilson is a semi-retired farmer but still grows some cash crops.

Christine Oldfield, executive director of 4-H Ontario, said the Arbor Award is the highest honour a 4-H volunteer can receive. The award honours volunteers who have made a significant lifelong impact on the 4-H program at various levels. The Arbor Award was established in 2001 during the International Year of the Volunteer and has since been presented to over 80 recipients.

Doug Melia, 4-H Hamilton-Wentworth board member, said Wilson is a role model to other 4-H leaders.

“4-H is something that has been a great part of his life since he was a young boy and it’s a great example to leaders like myself who are quite new to 4-H.”

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Emerging Technology: How It Could Lead To More Employment Discrimination - Forbes

As our computer software and hardware constantly improve, employers find new ways to take advantage of these advancements. Instead of being relegated to increasing productivity, new technology, like artificial intelligence, is taking on additional roles in the workplace. Applications include monitoring employees and assisting in the hiring process.

But using new technology for decisions traditionally made by humans could have a few growing pains, including inadvertent discrimination. Luckily, workplace civil rights enforcement agencies like the U.S. Equal Employment Opportunity Commission (EEOC) and the Civil Rights Division at the U.S. Department of Justice (DOJ) are anticipating this potential problem and have taken steps to tackle it.

How Employers Are Using New Technology in the Workplace

There are two major areas in which employers are using technology in ways that could lead to illegal discrimination. First, it’s with monitoring employees’ productivity levels and measuring their performance. Second, it’s when making hiring decisions.

Using software, artificial intelligence and algorithms to increase the efficiency of the hiring process might be the single biggest example of how companies are trying to make the most of new technology. But in this quest to save time, money and effort, certain job applicants could find themselves at an unfair and illegal disadvantage.

How Advanced Technology Could Lead to Inadvertent Workplace Discrimination

In regards to employee monitoring (and ignoring the potential legal issues involved), there are situations where the goal of identifying who the most productive workers are could result in violations of the Americans with Disabilities Act of 1990 (ADA).

For instance, an employer might have software that monitors an employee’s keystrokes or completed computer tasks over a given time period. But what if an employee has an ADA-recognized disability that makes typing or using a traditional mouse cumbersome?

To deal with this challenge, they might have access to a reasonable accommodation, like voice recognition software or some other type of input device. Yet if the monitoring software doesn’t take these accommodations into account, the employee with a disability could be unfairly graded by the monitoring software. This flawed assessment might ignore the fact that the employee is perfectly capable of completing their job tasks with a reasonable accommodation. An employer aware of this scenario could avoid this situation by using a different way of testing or grading the employee’s productivity levels. But the trick is being aware that this type of scenario could arise.

As for technology leading to discrimination during the hiring process, there are many possible pitfalls for an unwary employer. Some examples include:

1. Software and algorithms that scan resumes from applicants for specific keywords.
2. Facial and voice-recognition technology that grades job applicants based on how they talk and their facial expressions.
3. Asking potential employees to take a self-assessment test to determine their personality and if they’ll be a good fit for a particular position.
4. Using chatbots or virtual assistants to ask job applicants basic questions about their qualifications.
5. Requiring prospective hires to take a pre-employment test on a computer.

These seem innocuous, and for the most part, they are. So how could they lead to discrimination? In example #1, whoever develops the algorithms and software might unknowingly program the technology to give special preferences to gender-biased words. This might give resumes from a particular sex or gender an advantage in the selection process.

In example #2, the software and algorithms could place a special emphasis on candidates that speak a certain way or use certain words. But those with accents, a unique manner of speaking or disabilities that affect speech could be penalized by the technology. This could lead to unlawful discrimination based on someone’s race, color, national origin or disability.

For example #3, a candidate with severe depression could be disqualified from a position due to their “personality” even though their answers are a consequence of a mental impairment that’s recognized by the ADA.

For example #4, imagine a chatbot that asks job applicants yes or no questions about their job history. And one of the questions is if they were ever fired from a job “for cause.” An applicant wants to answer truthfully and errs on the side of caution by answering “yes.” Yet this answer automatically results in their disqualification from the position. But the chatbot didn’t allow the job applicant to explain that the reason for their termination was later found to be illegal because it was due to the job applicant’s age.

In the fifth example, the test itself may not be discriminatory. But if it’s given in a way that places certain applicants at a disadvantage because of a protected trait, it could be illegal.

A hypothetical situation might be an aptitude test that has to be taken on a computer in the employer’s office and measures the job candidate’s typing skills. But the job candidate is visually impaired. And while they can type on a regular keyboard, their typing skills are nowhere near as good as when using a braille keyboard.

What Can Employers Do to Avoid Technology Discrimination?

The biggest thing employers can do is become educated about the potential problems new technology can have. And that despite the best intentions, discrimination can still take place.

In the majority of situations, employers making use of technology aren’t trying to discriminate. But they might be ignorant of how the use of their technology results in the dismissal of promising applicants and successful employees because of protected characteristics.

To help increase awareness among employers, various government agencies have released legal and technical guidance. These are intended to advise employers on what they need to look out for when implementing new software, algorithms and artificial technology in the workplace.

Two recent releases have come from the EEOC and DOJ with The Americans with Disabilities Act and the Use of Software, Algorithms, and Artificial Intelligence to Assess Job Applicants and Employees and Algorithms, Artificial Intelligence, and Disability Discrimination in Hiring, respectively. These focus on disability discrimination, but are likely just the beginning.

The U.S. Department of Labor (DOL) will probably release its own legal guidance for employers. Then there’s probably going to be guidance handed down in regards to how an employer’s use of technology could lead to discrimination in violation of other federal laws, like Title VII of the Civil Rights Act of 1964 (Title VII).

Bottom Line

New technology can help provide new ways for employers to get work done. But if they’re not careful, it could result in inadvertent discrimination of employees and job applicants. Federal agencies responsible for enforcing workplace civil rights laws are already taking steps to help employers avoid these mistakes.

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